Case Study

CASE STUDY A

 

Client A contacted EVS concerning Employee B. Employee B had contacted the institute directly (not through an agent) offering their resume and several letters of recommendation during the summer of 2020. During the interview process, Employee B thoroughly impressed the hiring committee with their personality and attitude despite seeming to struggle with some more technical teaching and pedagogy questions.

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Client A received this contact close to the beginning of the academic year and offered Employee B a contract subject to adequate checks being returned. They were justifiably confident Employee B would be suitable after checking with the supplied references and receiving copies of several certificates and professional qualifications.

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Issues began to arise two months into the academic year when colleagues of Employee B alerted the institute that they (Employee B) appeared to lack basic knowledge and skills one would expect from an educator. On several occasions Client A's efforts to verify Employee B's qualifications and experience were thwarted by incorrectly provided information. This included educational document identification numbers, contact details for institutes, dates and Employee B's name at particular times.

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At this time Client A contacted EVS and requested a full background investigation into Employee B. It was discovered that Employee B was exploiting the difficulties created thanks to the outbreak of Covid 19 to secure positions they were not qualified for. Their references were found to be members of Employee B's social circle and their references were found to have been copied and doctored from an uninvolved third party.

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Client A took immediate action by removing Employee B from the institute, contacted all involved stakeholders and conducting a full investigation into how this occurred.  The institute underwent several internal process changes and now employs only candidates screened by EVS.